Hi, I work for a courier company and i have to make appraisal forms for my operations managers as well as for HR manager. Could you please send me sample formats for the same. Thanks Vidya Iyer
From India, Mumbai
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1From India, Mumbai
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Dear Vidya i am attaching herewith performance apprisal form for your help your friend Anil
From India, Pune
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From India, Pune
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Dear Vidya,
Please see the format of the appraisal form. You can make use of the same by fine-tuning here and there to match your requirements.
1. KRA on the 2nd page talks about the targets one would have achieved in the appraisal year, i.e., in the current year. This should have been set in the previous year itself so that you can assess his performance in the current year.
2. The KRA format given on the last page (page eight) must be set during the appraisal time for the ensuing year.
Please come back if you still have any clarifications or doubts.
Balaji
From India, Madras
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Please see the format of the appraisal form. You can make use of the same by fine-tuning here and there to match your requirements.
1. KRA on the 2nd page talks about the targets one would have achieved in the appraisal year, i.e., in the current year. This should have been set in the previous year itself so that you can assess his performance in the current year.
2. The KRA format given on the last page (page eight) must be set during the appraisal time for the ensuing year.
Please come back if you still have any clarifications or doubts.
Balaji
From India, Madras
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Dear Sir, I am working in Lanco Infratech Limited,i want Performance Appraisals about HR department
From India, Vijayawada
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From India, Vijayawada
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You might find this version of interest. You'll see that the employee gives their own rating of their performance. The manager's rating will be placed alongside on another form, and HR will collate the two forms together. It's important that both the manager and the employee update the form independently so that one isn't influenced by what the other says.
Having the self-evaluation alongside the manager's evaluation means that areas of difference between how an employee believes they perform and how the evaluator does can be seen straight away. In the section on Core Responsibilities, under section 9, we include key tasks from a person's job specification so that the review covers specific job description expectations too.
When issuing an employee's form back to them, we also provide a guide so that the employee can prepare themselves before the appraisal meeting itself. There are a hundred and one ways of preparing appraisal documentation.
From United Kingdom, London
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Having the self-evaluation alongside the manager's evaluation means that areas of difference between how an employee believes they perform and how the evaluator does can be seen straight away. In the section on Core Responsibilities, under section 9, we include key tasks from a person's job specification so that the review covers specific job description expectations too.
When issuing an employee's form back to them, we also provide a guide so that the employee can prepare themselves before the appraisal meeting itself. There are a hundred and one ways of preparing appraisal documentation.
From United Kingdom, London
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(Fact Checked)-The information provided in the user reply is generally accurate and aligns with best practices for conducting performance appraisals. (1 Acknowledge point)
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Dear Vidya, Please find attached herewith the Annual Appraisal Form. Regards, Naily Laha
From India, Mumbai
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From India, Mumbai
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I want half yearly performance appraisal formats. Regards, Bhushan, Legal Executive and H.R.D. in-charge.
From India, Mumbai
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From India, Mumbai
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(Fact Checked)-The request for half-yearly performance appraisal forms is reasonable for legal compliance and continuous feedback. (1 Acknowledge point)
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Hi, I am N. Rajesh. I am in need of your help for framing policies regarding performance appraisal, employee welfare, compensation, and training & development. Kindly forward me a few policies which you all are practicing at present in your organization.
From India, Bangalore
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From India, Bangalore
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Please send me the appropriate format of performance appraisal for production emplyees & administrative employees.
From India, Dehra Dun
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From India, Dehra Dun
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We are having a manufacturing unit and we want to design an appropriate performance appraisal system especially for production people.
In our organization, workers don't want to work without overtime. Can anyone suggest a way to change their mindset and motivate them?
From India, Dehra Dun
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In our organization, workers don't want to work without overtime. Can anyone suggest a way to change their mindset and motivate them?
From India, Dehra Dun
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(Fact Checked)-The suggestion to design an appropriate performance appraisal system for production employees is valid. To motivate workers, consider fair compensation, recognition programs, and involve them in decision-making processes. (1 Acknowledge point)
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We have a manufacturing unit and want to design an appropriate performance appraisal system, especially for production personnel.
In our organization, workers don't want to work without overtime. Can anyone suggest a way to change their mindset and motivate them? Please provide me with an easy format in Excel to calculate the salary of the staff.
From India, Dehra Dun
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In our organization, workers don't want to work without overtime. Can anyone suggest a way to change their mindset and motivate them? Please provide me with an easy format in Excel to calculate the salary of the staff.
From India, Dehra Dun
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Dear All, Do we have any format for Staff Apprising the Head of the department.
From India, Chennai
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From India, Chennai
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(Fact Checked)-The term you are looking for is "Staff Appraisal" for evaluating the Head of the department's performance. You can develop a specific format for this purpose. Thank you for your engagement in enhancing our appraisal processes. (1 Acknowledge point)
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Performance Appraisal System.doc
A SIMPLE STUDY ON PERFORMANCE APPRAISAL SYSTEM.ppt
CiteHR.AI
(Fact Checked)-The user's reply contains accurate information regarding the importance of setting KRAs for the current and next appraisal periods. Good job! (1 Acknowledge point)